Employment Equity: An Analysis of Distribution of Salary Ranges of Public Service of Canada Employees

Brittny Vongdara & Catalina Albury

9/26/2022

The Data

\[\frac{\%_{Group\: X; \:salary\: range \: i}}{\% _{All \:Employees; \:salary\: range \: i}} = DI _{Group\:X; \:salary\:range\:i}\] * For example, 23.3% of Black employees and 16.7% of all employees are are within the <60K salary range.

\[ DI_{Black \: employees; <60K } =\frac{23.3\%}{16.7\%} = 1.40\]

Plot 1: DI of all groups by salary range

The dotted line represents equitable representation. It can been seen that Black employees are overrepresented at the lower salary ranges and underrepresented at higher ranges compared to the other groups. As can be seen by the “All Non-Minority Employees” bars, an equal DI across all salary ranges should be expected.

Plot 1: Pros and Cons

Pros:

Cons:

Plot 2: DI Share by subgroups and salary range

Here, DI is subtracted from 1 to calculate a DI Share metric, meaning that 0 rather than 1 would represent equitable representation. Each column is coloured based on if the DI Share is negative or positive.

Plot 2: Pros and Cons

Pros:

Cons:

Plot 3: A direct comparison of DI in Black Employees vs. Non-Visible Minority Employees

This plot zooms in on our “baseline” group and compares it to the Black employee group, which appears to be the most affected by inequity. A steady decrease in representation with each increase in salary range is clearly visible for the Black employee group.

Plot 3: Pros and Cons

Pros:

Cons: